Study On The Salesman's Salary Incentive System Of L Company

With the increasingly fierce market competition,companies attach great importance to the sales team building because of its emphasis on the market share.Among the many incentives for sales people,compensation incentives remain the most effective and direct means.The same is true for enterprises in China's liquor industry.However,how to use the salary incentives is still a difficult problem for every company.By focusing on the sales staff of the L company in the liquor industry,this thesis aims to study how to optimize and adjust the company's salary incentive system for its sales staff.With the application of methods of Literary research,questionnaire survey,interviews with individuals and consultations with experts,this thesis investigates and studies the current sales staff compensation incentive system of the L company as well as its implementation effects.It is found that the current compensation incentive system of this Company has major problems such as unreasonable salary incentive orientation,unscientific performance appraisal,single and unfair salary incentives,and absent long-term incentives.The main reason for the above problems is that in order to rapidly increase sales performance and grab market share,the L Company implements a highly targeted performance appraisal system,thereby neglecting personnel training and enterprise development.According to the theory of incentives and that of human resource management such as salary management and performance management,this thesis believes that the L company should aim at cultivating first-class sales personnel and improving the company's industry status,and should also adhere to the basic principle of mutual benefit and win-win between the company and employees.The salary incentive system for sales personnel can be improved from the following four aspects: the first one is to optimize performance appraisal indicators;the second is to enhance the fairness of salary incentives;the third is to improve the long-term incentive mechanism;the fourth is to establish diversified compensation incentives.Through the comparative analysis before and after the optimization of the salary incentive system of the L company for its sales staff,it is found that the optimized plan has the advantages of comprehensiveness,fairness and long-term efficiency;it may also have some disadvantages such as implementation difficulties,increased labor costs,and shortterm underperformance.